Equity in a startup is an ownership stake in a private company, usually offered as part of your pay when the company can’t match a bigger employer on salary. It isn’t money. It becomes money only if the company is acquired, goes public, or you find someone willing to buy your shares privately. Between the offer letter and any of those outcomes sits a series of decisions — what type of equity you hold, when it vests, whether and when to exercise, and how each step is taxed — that determine how much of the eventual value you actually keep. Understanding how equity works in a startup means understanding those steps in the order they hit you.
The Forms Equity Usually Takes
Most startup employees receive one of three things: stock options, restricted stock units, or, if they’re early enough, founders’ stock. Each behaves differently.
Incentive Stock Options and Non-Qualified Stock Options
Stock options give you the right to buy shares at a locked-in price, not immediate ownership. Incentive Stock Options (ISOs) are available only to employees and come with favorable tax treatment if you meet certain holding requirements.1Internal Revenue Service. Topic No. 427, Stock Options Non-Qualified Stock Options (NSOs) can go to anyone, including consultants, advisors, and board members, but the tax hit at exercise is steeper. Both types set a purchase price when they’re granted, and the gap between that price and the stock’s eventual value is where the money is.
Restricted Stock Units
RSUs are a promise to deliver actual shares once you meet specific conditions, usually a time requirement. You don’t pay anything to receive them. At private companies, RSUs often carry a double-trigger vesting provision: you must satisfy both a time requirement and a liquidity event, usually an IPO. You only owe taxes when both conditions are met, which means you won’t get a tax bill for shares you can’t actually sell.
Founders’ Stock
Early founders typically receive common stock at formation for a nominal price, sometimes fractions of a penny per share. This stock often carries different voting rights than shares issued later. Because the company’s value at inception is essentially zero, founders lock in a very low cost basis, which matters enormously when the company is eventually worth something.
How Vesting Works
Vesting is the mechanism that forces you to earn your equity over time rather than receiving it all at once. The standard arrangement is a four-year vesting schedule with a one-year cliff. During that first year, you earn nothing. If you leave before your one-year anniversary, you walk away with zero equity from that grant. Once you hit the cliff, a full year’s worth of shares vest at once, and the remaining shares typically vest monthly or quarterly over the next three years.
The structure protects the company from giving ownership to someone who leaves after a few months, while rewarding people who stay. Vesting applies to options, RSUs, and sometimes even founders’ stock, though founders occasionally negotiate shorter schedules or partial acceleration.
The Strike Price and 409A Valuations
When you receive stock options, the grant comes with a strike price (also called the exercise price), which is what you’ll pay per share when you eventually buy them. Federal tax law requires this price to be set at or above the stock’s fair market value on the grant date.2Office of the Law Revision Counsel. 26 USC 422 – Incentive Stock Options For public companies, fair market value is just the trading price. For private startups, there’s no market price, so the company hires an independent appraiser to conduct what’s called a 409A valuation.
A 409A valuation determines the fair market value of the company’s common stock using standard appraisal methods. Companies typically get a new one every 12 months or after any event that materially changes the company’s value, like a new funding round.3J.P Morgan. 409A Valuations: A Guide for Startups Using an accredited appraiser provides safe-harbor protection, meaning the IRS will presume the valuation is reasonable unless it can prove otherwise.
Getting the strike price wrong has serious consequences for you, not just the company. If options are priced below fair market value, they can be treated as deferred compensation under Section 409A. That triggers immediate income inclusion plus a 20% additional tax on the deferred amount, plus interest calculated at the IRS underpayment rate plus one percentage point.4Office of the Law Revision Counsel. 26 USC 409A – Inclusion in Gross Income of Deferred Compensation Under Nonqualified Deferred Compensation Plans The penalty falls on the option holder, not the company. Confirm your company has a current 409A valuation before you exercise anything.
How to Exercise Your Options
Exercising means you’re actually buying the shares at your strike price. The process starts with a Notice of Exercise, which you submit to the company or through an equity management platform. You’ll need your grant ID, the number of shares you want to purchase, and the original grant date from your option agreement. Payment for the full strike price is due at the same time.
Most private companies accept a direct cash payment or check. If the company has gone public, a cashless exercise may be available, where a broker sells enough shares immediately to cover the purchase cost and any tax withholding, and you keep the rest. Some companies also allow a net exercise, where the company withholds shares equal to the cost rather than requiring cash out of pocket. After you submit paperwork and payment, the company’s board or its delegate processes the request. Once approved, you’ll see the shares reflected on the company’s cap table.
Early Exercise
Some startups allow you to exercise options before they vest. The shares you receive are still subject to the company’s repurchase right if you leave before vesting, but you own them from a tax standpoint. The main advantage is the ability to file an 83(b) election, which can dramatically reduce your eventual tax bill by locking in a low value at the time of purchase rather than paying taxes on a much higher value years later when the shares vest.
What You’ll Owe in Taxes
Taxes are where equity gets expensive, and the rules change based on which type you hold.
Incentive Stock Options
ISOs get special treatment, but only if you follow the rules precisely. You don’t owe regular income tax when you receive or exercise the option.1Internal Revenue Service. Topic No. 427, Stock Options However, the spread between your strike price and the stock’s fair market value at exercise counts as an adjustment for the Alternative Minimum Tax (AMT). If that spread is large enough, you could owe AMT in the year you exercise even though you haven’t sold anything or received any cash.5Internal Revenue Service. IRS Releases Tax Inflation Adjustments for Tax Year 2026 For shares in a private company, that means writing a check to the IRS for stock you can’t sell.
To get the best tax treatment when you eventually sell, you must hold the shares for at least two years from the grant date and at least one year from the exercise date.2Office of the Law Revision Counsel. 26 USC 422 – Incentive Stock Options Meet both requirements and the entire gain is taxed at long-term capital gains rates. Sell before either deadline and it becomes a disqualifying disposition: the spread at exercise gets reclassified as ordinary income, and you lose the ISO advantage entirely.
One cap catches people off guard. The total fair market value of stock covered by ISOs that become exercisable for the first time in any calendar year cannot exceed $100,000. Any amount above that threshold is automatically treated as an NSO.2Office of the Law Revision Counsel. 26 USC 422 – Incentive Stock Options The value is measured at the grant date. A large option grant vesting over four years can end up split into ISO and NSO portions without you realizing it.
Non-Qualified Stock Options
NSOs are simpler but more expensive at exercise. The moment you exercise, the spread between the strike price and the current fair market value is taxed as ordinary income.1Internal Revenue Service. Topic No. 427, Stock Options Unlike ISOs, this income is also subject to Social Security and Medicare taxes, and your employer withholds on it just like regular wages. If you exercise NSOs at a private company where you can’t sell the stock, you still owe the tax immediately. Any gain after that point, if the stock increases in value between exercise and sale, is taxed as a capital gain (long-term if you hold more than a year after exercise).
Restricted Stock Units
RSU taxation is the most straightforward of the three. When your RSUs vest (or settle, at private companies with double-trigger provisions), the full fair market value of the shares on that date is ordinary income, subject to federal and state income taxes plus Social Security and Medicare. Your company typically withholds by holding back a portion of the shares. Because you never paid anything to receive the shares, there’s no strike price to subtract; the entire value is income. Any gain or loss after the vesting date follows the standard capital gains rules.
The Section 83(b) Election
If you receive restricted stock through early exercise or a founders’ stock grant that’s subject to vesting, the default tax rule is harsh: you owe ordinary income tax on the stock’s value when it vests, not when you receive it. If the company’s value has grown significantly by then, you’re paying tax on a much bigger number.
A Section 83(b) election lets you override that default. By filing within 30 days of receiving the stock, you choose to be taxed immediately on the stock’s current value, which at an early-stage startup is often close to nothing.6Office of the Law Revision Counsel. 26 USC 83 – Property Transferred in Connection With Performance of Services All future appreciation then qualifies for capital gains treatment when you sell.
The filing mechanics are unforgiving. Submit IRS Form 15620 by mail to the IRS office where you file your tax return, postmarked no later than 30 days after the stock transfer, and send a copy to your employer.7Internal Revenue Service. Section 83(b) Election – Form 15620 The election is irrevocable: once filed, you can’t undo it even if the stock later becomes worthless. And if you miss the 30-day window, there is no extension and no exception. This is the single most time-sensitive decision in startup equity, and missing the deadline is one of the most common and costly mistakes employees make.
What Happens When You Leave
Leaving a startup — resigning, being laid off, or being fired — triggers a chain of consequences for your equity that you need to understand before you give notice.
Unvested shares and options are almost always forfeited immediately upon departure. Some agreements make exceptions for retirement or layoffs with accelerated vesting provisions, but don’t assume yours does. Read your equity award agreement before making any decisions. Termination for cause can be even worse: many company plans cancel all equity, including shares that have already vested.
For vested but unexercised options, you typically have 90 days after your last day to exercise them. If you don’t act within that window, the options expire and you lose them permanently. This creates a brutal financial decision, because exercising means paying the strike price out of pocket plus covering any tax liability, all for shares in a private company you can’t easily sell. For ISOs specifically, the tax code requires exercise within 90 days of termination to maintain ISO status; after that, any remaining options convert to NSOs.2Office of the Law Revision Counsel. 26 USC 422 – Incentive Stock Options
Some companies have begun offering extended post-termination exercise windows of up to 10 years for long-tenured employees, but this is far from universal. Check your option agreement for the exact window before assuming you have the standard 90 days.
Why Your Ownership Percentage Shrinks
Your ownership percentage will shrink every time the company raises money. When a startup issues new shares to investors in a funding round, everyone who held shares before that round owns a smaller slice of a (hopefully) bigger pie. A founder who starts with 100% ownership might be down to 17% after five rounds of financing. An employee who joins after the seed round and receives a 0.5% grant could see that diluted to 0.2% or less by exit.
Dilution doesn’t mean your shares are worth less in absolute terms. If the company’s valuation grows faster than your percentage shrinks, you come out ahead. Companies typically reserve 10% to 20% of total shares as an option pool for employees, and that pool itself gets diluted alongside everyone else’s holdings.
Preferred stockholders, meaning the venture capital investors, almost always negotiate anti-dilution protections for themselves. Common stockholders, meaning you, rarely get those protections. Ask the company what your ownership looks like on a fully diluted basis, which accounts for all outstanding options, warrants, and convertible instruments.
How Equity Actually Turns Into Money
Equity only turns into money through a liquidity event, and the two most common are an acquisition and an IPO. What you actually receive depends on factors most employees don’t think about until it’s too late.
Acquisitions and Liquidation Preferences
In an acquisition, the purchase price doesn’t flow directly to common stockholders. Preferred stockholders hold liquidation preferences, which means they get paid first. The most common structure, a non-participating liquidation preference, gives investors the greater of their original investment back or the value of their shares converted to common stock. Participating preferences are worse for employees: investors get their money back and share in the remaining proceeds alongside common holders. In a modest acquisition where the sale price barely exceeds total invested capital, common stockholders can end up with very little even though the company technically sold for millions.
Your vesting schedule also matters during an acquisition. If you have unvested options, the acquiring company may assume them, accelerate them, or cancel them. Double-trigger acceleration requires two events before your unvested equity accelerates: the acquisition itself and your involuntary termination within a set period afterward, typically 9 to 18 months. Single-trigger acceleration vests your shares automatically upon the sale, but investors and acquirers generally resist this because it removes your incentive to stay through the transition.
IPOs and Lock-Up Periods
An IPO creates a public market for your shares, but you can’t sell right away. Insiders, including employees holding equity, are subject to a lock-up period that typically lasts 180 days after the offering. During that window, the stock price can swing dramatically, and you’ll watch it move with no ability to sell. Once the lock-up lifts, standard brokerage rules apply, subject to any insider trading policies your company maintains.
Selling on the Secondary Market
Secondary markets exist for private company shares, but the process is far from simple. Most private companies impose transfer restrictions in their equity agreements, including a right of first refusal (ROFR) that gives the company or existing investors the chance to match any proposed sale. You generally need the company’s approval before transferring shares to anyone.
You also can’t sell options directly. You must exercise first, paying the strike price and any associated taxes to convert options into shares you legally own. Platforms like Forge and EquityZen connect sellers with buyers, though minimum transaction sizes can be steep and shares frequently trade at a 10% to 30% discount to the most recent funding round valuation. After agreeing on a price with a buyer, the company typically has about 30 days to exercise its ROFR before the transaction proceeds. The sale itself triggers capital gains or ordinary income depending on how long you’ve held the shares and whether they came from ISOs or NSOs.
Documents Worth Keeping
Equity management comes down to knowing what you have and where to find the paperwork. The core documents are your company’s stock option or equity incentive plan, which sets the overall rules, and your individual grant agreement, which specifies your number of shares, strike price, vesting schedule, and any special terms like early exercise rights or acceleration provisions. When you exercise, you’ll need the Notice of Exercise form, typically available through the company’s equity platform.
Keep copies of everything, especially your 83(b) election filing if you make one. The IRS has no system for confirming receipt, so your proof of mailing (certified mail receipt or similar) is the only evidence the filing was timely. Hold onto your exercise confirmations, purchase receipts, and any 409A valuation summaries the company shares with you. These records are essential for calculating your tax basis when you eventually sell, which might be years or even a decade after the original grant.